BP’s Set for Success series: Lifting the barriers to progress in the Oil & Gas industry

Ulrike von Lonski, Director of Communication, WPC London, 07/07/2015

WPC Overview

• Premier global forum for the oil & gas sector

• Established in 1933

• Promote the management of the world’s petroleum resources for the benefit of all

• 70 member countries

• Members represent >96% oil and gas production and consumption (based on BP Statistics)

• OPEC and Non-OPEC members

• IOCs & NOCs

• Non-advocacy, non-political

• United Nations accredited

• Secretariat based in London

• Triennial Congress and other activities

• Leaving a legacy

WPC Membership

Triennial World Petroleum Congress

2008 – Madrid

2005 – Johannesburg

2002 – Rio

2000 – Calgary

1997 – Beijing

1994 – Stavanger

1991 – Buenos Aires

1987 – Houston

1983 – London

1979 – Bucharest

1975 – Tokyo

1971 – Moscow

1967 – Mexico City

1963 – Frankfurt

1959 – New York

1955 – Rome

1951 – The Hague

1937 – Paris

1933 – London

WPC International Cooperation• United Nations, UNFC, UNECE, Global Compact• International Energy Agency (IEA)• Organisation for Petroleum Exporting Countries (OPEC)• OPEC Fund for International Development (OFID)• International Standards Organisation (ISO)• International Gas Union (IGU)• ARPEL• Associations and Institutions from WPC member countries• Society of Petroleum Engineers (SPE)• American Association of Petroleum Geologists (AAPG)• European Association of Geological Engineers (EAGE)• Oil and Gas Producers Association (OGP)• International Petroleum Industry Environmental Conservation Association

(IPIECA)• The World Coal Institute (WCI)• The World Energy Council• The World Bank/IMF• World Energy Forum

WPC Events

First WPC-UNGC Forum on Responsible Business Practices in the

Oil & Gas Sector

WPC Youth Forums:

Regional WPC Events with National Committees

Specialist industry events:

WPC Youth Activities

WPC Youth Committee

WPC Youth Committee

Youth Programme at the Congress

Mentoring Programme

WPC Youth Forum:

2nd in Paris - 2009 3rd in India – 2010 4th in Canada – 2013 5th in Brazil - 2016

WPC & Gender

“Women in Industry” Leadership Networking Breakfast

WPC Mentoring Groups

Special Session at Congress Joint industry initiatives eg UN, EU, SPE

WPC & Gender - Surveys

Greatest challenges in your career ahead:

36% of young women did not think that women have equal opportunities, while26% of young women thought that “Male dominance” was one of the biggest challenges for the oil and gas industry

BP Talk: Lifting the barriers to progress

Where are the examples of success in promoting women in the industry?

What are the real barriers to progression of women in the industry?

What is the WPC agenda to advance the role of women in the industry?

Women in Energy: strength in numbers

Source: BP Global Diversity and Inclusion Report, 2013

Oil and gas remains a male-dominated industry BUT

Source: NES Global Talent Survey, 2013

Hays Oil and Gas Global Salary Guide 2012

A study conducted by PwC in November found that women occupy only 11 percent of seats on the board of directors of the world’s 100 largest listed oil and gas companies.

A recent report from IHS Global found that by 2030 the industry could add 185,000 more women to its ranks, including more skilled white-collar jobs.

So where are we now?

A few examples of successful women in the oil and gas sector

Female CEOs and Ministers

Nishi Vasudeva, CEO, HPCL, IndiaKaren Agustiawan, President Director and

CEO, Pertamina, IndonesiaMariana Georghe, CEO, OMV Petrom,

RomaniaDiezani Alison-Madueke, Minister of

Petroleum, NigeriaNosizwe Nokwe-Macamo, Group CEO,

PetroSA, South AfricaSumayya Athmani, CEO & MD, National Oil

Corporation, KenyaIrene Muloni, Minister of Energy and Minerals

Development, UgandaMaria das Graças Silva Foster, CEO,

Petrobras, Brazil

Women Leaders

Patricia Yarrington, Vice President and Chief Financial Officer, Chevron

Sara Ortwein, President, ExxonMobil Upstream Research Company

Ceri Powell, Executive Vice President Upstream International Exploration, Shell

Manoelle Lepoutre, Senior Vice President, Executive Careers and Management, Total

Hinda Gharbi, President Wireline, Schlumberger

And at BP: Katrina Landis, Executive Vice President, Corporate Business Activities

Getting more women into the pipeline

Where are the examples of success in promoting women in the industry - what common traits do these examples share and how can our industry learn from them?

Company career development programs and selection processes that have diversity awareness and unconscious bias eliminated. Processes that ensure women and diverse employee are on candidate slates for positions, and that the decision makers do not exhibit bias in selections.

Company processes that ensuring women advance in line management assignments, and not diverted to staff leadership roles early in career.

Providing internal networks for women and other groups to mentor, role model and support success. Women particularly need more role modelling and networking to help them lean forward to take the tough assignments that lead to Executive leadership.

Programs that value diversity, and communicate diversity a business imperative. CEOs that walk the talk through actions and selections.

Dual careers: Increase support to facilitate dual career developments

Barriers for progress:

What are the real barriers to progression of women in the industry?

Let’s not call them barriers – let’s call them

Potential for Women in O&G:

Negative experiences:

face a masculine culture

they are expected to put up with sexism

most of their superiors are men, so they can’t see a clear career path for themselves as women

they don’t see enough women role models from their fields

along the way they’re not promoted and not rewarded for their efforts

missing flexibility / support (company & family)

Potential for Women:

Challenging work / life balance

Lack of strong career development planning, succession planning, and selection processes that eliminate unconscious bias. All these should be merit based and value diversity.

Lack of networks that encourage young women to strive for line management leadership

Different measures: Women’s leadership style tends to be more collaborative, which

many men see as a weakness.

If women are assertive it is often seen as “bossy”

Safety issues (in some parts of the world)

HBR Study on Bias:Joan C. Williams, Harvard Business Review, March 2015:

The 5 biases pushing women out of STEM Prove-it-again

Expectation: you’re just not going to be able to cut it

Walking the tightrope Women need to behave in masculine ways in order to be seen as competent—but

women are expected to be feminine When being authoritative women are often accused of not behaving feminine

enough: too bossy, too loud, too know-it-all

Facing the maternal wall commitment and competence are questioned, and opportunities start drying up Assumption: career is more of a hobby until husband / family

Tug-of-war Competing with female colleagues for the “woman’s spot”

Isolation Being excluded from social interaction as being the only woman around (“she won’t

feel comfortable”) or not participating for fear of negatively affecting perception

ACTION: develop objective metrics and ensure accountability

Everyday Sexism

SCENARIOS:

Alienation,

benevolent sexism from casual remarks

Examples ?

Brought about by:

o social conditioning,

o unconscious biases and

o institutional practices

Women who complain about sexism are often labelled “overtly feminist” and “professional victims”

If this is not addressed, we allow a culture of everyday sexism to continue. This in turn feeds further discrimination and harassment of women.

So what can we do?

Step up and step out Be upfront about expectations: say what you want & then go for it Keep your network going (and growing) Build up your confidence:

Recognise and value your own achievements, knowledge and experience If at first you don’t succeed: keep trying

Be aware of and address everyday sexism Look for and be a role model Good mentorship programmes at all levels Be flexible and compromise Support initiatives: “Not just for Boys”, “Pink Petro” If you come across barriers: don’t find excuses – focus on

solutions Don’t go it alone – involve others, especially men & work

together to eliminate barriers

So what can we do? How men can help:

Encouragement

Support

Partnership

Sponsorship

Collaboration

Championing

Advocating

Nominating for awards

Recommending for promotions

“He for She”

Thank You!